Exhibit 10(g)









                                FURNITURE BRANDS

                            EXECUTIVE INCENTIVE PLAN






























                                                                February 1995
                                                        Amended March 1, 1996
                                                   Amended September 26, 1996
                                                    Amended February 24, 1997
                                                       Amended April 29, 1999

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                                                  TABLE OF CONTENTS


INTRODUCTION................................................................  1

OBJECTIVES OF PLAN..........................................................  1
         Objectives.........................................................  1
         Award Achievement..................................................  1

PARTICIPATION...............................................................  2
         Eligibility........................................................  2
         Participation....... ..............................................  2
         Non-Eligibility....................................................  3
         Plan Year..........................................................  3

HOW THE PLAN WORKS..........................................................  3
         Plan Factors.......................................................  3
         Setting Furniture Brands Goals.....................................  3
         Notification of Participation......................................  3

MECHANICS OF DETERMINING AWARDS............ ................................  4
         Definitions of Terms...............................................  4
         Mechanics of Determining Awards....................................  4

DISCRETIONARY AWARDS PROGRAM................................................  5

CERTIFICATION...............................................................  6

PAYMENT OF AWARDS...........................................................  6

ADMINISTRATION..............................................................  6

MANNER OF EXERCISE OF COMMITTEE AUTHORITY...................................  6

CERTAIN PERFORMANCE BASED AWARDS............................................  6

NO CONTRACT OF EMPLOYMENT...................................................  6

ASSIGNMENTS AND TRANSFERS...................................................  6

GOVERNING LAW...............................................................  6

AMENDMENT AND TERMINATION OF PLAN AND AWARDS................................  6

EFFECTIVE DATE OF THE PLAN..................................................  7

<PAGE>


                                FURNITURE BRANDS

                                    CORPORATE

                            EXECUTIVE INCENTIVE PLAN



1.   INTRODUCTION

     This  Executive  Incentive  Plan (the  "Plan") has been  designed for those
management  persons at the corporate offices of Furniture Brands  International,
Inc.  ("FBI") who directly and  substantially  influence  achievement of certain
corporate goals. The Plan provides  monetary awards for the achievement of those
goals. In select cases, the Plan provides for additional  special  discretionary
awards.

     FBI  believes  that the  total  annual  income of key  employees  should be
influenced by their  individual and collective  effort,  and that rewards should
directly relate to the achievement of planned,  meaningful results.  The Plan is
in addition to and assumes the existence of a base salary which is  competitive,
equitable, and subject to periodic performance-related adjustments.

     The  overall  administration  and  control  of the  Plan,  including  final
determination of annual bonus awards to each participant,  is the responsibility
of the  Executive  Compensation  and Stock Option  Committee of the FBI Board of
Directors (the "Committee").  The Committee (or a subcommittee thereof which has
been designated by the Committee to administer the Plan) shall consist solely of
three or more members of the FBI Board of Directors who are "outside  directors"
as defined in Section  162(m) of the Internal  Revenue Code of 1986,  as amended
(the "Code"), and the regulations  thereunder.  Members of the Committee are not
eligible to participate in the Plan.

2.  OBJECTIVES OF PLAN

     A.   Objectives. The Plan has been created with several objectives in mind:

               (1)  to emphasize achievement of planned strategic objectives;

               (2)  to reinforce the importance of annual growth; and

               (3)  to motivate and challenge  participating  executives through
                    meaningful compensation opportunities.

     B.   Award Achievement.  To achieve these objectives,  the Plan is designed
          to:

               (1)  provide for monetary  awards of  significant  value  related
                    directly to measurable FBI results;

               (2)  motivate participating individuals to achieve results beyond
                    the routine of position responsibilities; and

               (3)  be  appropriate  for both the  level of  responsibility  and
                    total compensation for the position.

          Total compensation,  resulting from the combination of base salary and
          monetary  awards under the Plan,  is designed to be  competitive  with
          total compensation for similar positions in American industry.

3.   PARTICIPATION

     A.   Eligibility.  Only management  persons whose performance  directly and
          substantially  influences the annual results of FBI will be considered
          for participation in the Plan. Ordinarily the extent of such influence
          will be reflected in the Bonus Percentage (as herein defined).

     B.   Participation

               (1)  At the  start of each  Plan  Year (as  herein  defined)  FBI
                    management will submit a list of proposed  participants  and
                    Bonus  Percentages for review and approval by the Committee.
                    The Committee may in its discretion  change the participants
                    and Bonus Percentages, provided, however, that the Committee
                    shall, within the first 90 days of each Plan Year, set forth
                    in writing,  a final approved list of participants and Bonus
                    Percentages   for  such  Plan  Year.   Such  final  list  of
                    participants  and Bonus  Percentages  may not  thereafter be
                    modified  except as provided in this Plan.  With  respect to
                    persons who have been  determined to be "covered  employees"
                    within the meaning of Code Section  162(m)(3)  for such Plan
                    Year (a "Covered Employee"), additional participation in the
                    Plan during a Plan Year shall be permitted only in the event
                    of an unusual  circumstance,  such as a new hire.  Executive
                    officers of the Company may be  participants  in the Plan to
                    the extent approved by the Committee.

               (2)  To  earn an  award,  an  individual  must  be  designated  a
                    participant   for  the  Plan   Year  and  must   participate
                    effectively  for a minimum of eight full  months of the Plan
                    Year.

               (3)  A  participant  who has lost time due to  illness,  or dies,
                    retires or becomes  totally  disabled  during the Plan Year,
                    will be considered for an award under the Plan provided that
                    his/her  influence on goal achievement can be identified and
                    that achievement of results can be measured.

     C.   Non-Eligibility

               (1)  Any  individual  whose  employment is terminated at any time
                    during the Plan Year by reason of  voluntary  or  encouraged
                    resignation,  or who is  discharged,  will  not  receive  an
                    award.

               (2)  Any  individual  who has been demoted at any time during the
                    Plan Year to a position  not  included  in the Plan will not
                    receive an award.

     D.   Plan Year. The Plan Year will correspond with the FBI fiscal year.

4.   HOW THE PLAN WORKS

     A.   Plan Factors. There are two factors which will be measured in order to
          determine an award: opportunity and FBI performance.

               (1)  Opportunity is the potential  impact that a participant  may
                    have on the  achievement of goals.  This is expressed by the
                    Bonus Percentage.

               (2)  FBI  Performance  is the  result  of  achievement.  This  is
                    measured by the percentage of attainment of FBI's goals.

     B.   Setting FBI Goals. At or prior to the beginning of each Plan Year, FBI
          management  will recommend to the Committee for approval,  one or more
          objective measurable  performance goals for FBI (the "Goals") for such
          year, and the weighting to be assigned to each Goal. The Goals will be
          based upon one or more of the  following  criteria:  sales;  earnings;
          earnings per share; pre-tax earnings;  net profits;  return on equity;
          cash flow;  debt  reduction;  asset  management;  stock price;  market
          share;  costs;  or  selling,   general  and  administrative   ("SG&A")
          expenses.  The Goals will be  realistic,  yet  rigorous.  They will be
          attainable, but attainment will require above average performance. The
          Committee may, in its discretion, approve management's recommendations
          or change the Goals and/or  weightings,  provided,  however,  that the
          Company  shall,  within the first 90 days of the year (or, in the case
          of a new hire added to the Plan  during  the year,  before 25% of such
          individual's  services for the Company for the year has elapsed),  set
          forth in writing the final approved Goals, the Minimum Percentages (as
          herein defined) for such year and the weighting to be assigned to such
          Goals.

     C.   Notification  of  Participation.   Each  participant's   target  Bonus
          Percentage  will be  communicated  each Plan Year by  delivery  of the
          Participation Form.

5.   MECHANICS OF DETERMINING AWARDS

     A.   Definitions of Terms

          (1)  Bonus  Percentage.  The Bonus  Percentage  will be expressed as a
               percentage  (not  less  than 10% and not more  than  100%) of the
               participant's  base salary.  That percentage will be higher for a
               position  with  significantly  greater   responsibilities,   thus
               recognizing   the   direct    relationship    between    position
               responsibility and influence on FBI results. Participants who are
               promoted  during a Plan Year to a  position  with a higher  Bonus
               Percentage  will receive a prorated award based on the percentage
               of the Plan Year spent in each position.

          (2)  Aggregate  Target  Amount.  The  Aggregate  Target Amount will be
               expressed  as a dollar  amount,  calculated  by  multiplying  the
               participant's base annual salary rate, as in effect on March 1 of
               the Plan Year,  which has been  established at or before the time
               of the  setting  of the  Aggregate  Target  Amount,  by the Bonus
               Percentage.  The  result  will be the  total  award to which  the
               participant  will be entitled if FBI  achieves  100% of all Goals
               for that Plan Year.

          (3)  Weighted Target  Amounts.  For each Goal a Weighted Target Amount
               will be calculated by multiplying the Aggregate  Target Amount by
               the weighted  percentage  applicable to the Goal.  The result for
               each Goal  will be the  portion  of the total  award to which the
               participant  will be entitled if FBI  achieves  100% of that Goal
               for that Plan Year.  The sum of the Weighted  Target Amounts will
               equal the Aggregate Target Amount.

     B.   Mechanics of Determining Awards.

          (1)  FBI  Performance.  FBI's  performance  against  the Goals will be
               measured by the  percentage of  achievement  of each Goal.  FBI's
               performance  with respect to each Goal will be based upon audited
               results.

          (2)  Achievement  of  Target.  The Plan is  designed  to  provide  the
               participant  with 100% of his/her  Weighted  Target  Amount  with
               respect to each Goal if FBI achieves  100%  satisfaction  of that
               Goal.

          (3)  Minimum  FBI  Performance.  Each  Plan  Year the  Committee  will
               establish a minimum  percentage (the "Minimum  Percentage")  with
               respect to each Goal.  Achievement  below the Minimum  Percentage
               will result in no award with respect to that Goal.

               Under certain  circumstances,  the Committee may establish  Goals
               the  achievement  of  which  contemplate   reducing  rather  than
               increasing  an  amount,  such as a reduced  debt level or reduced
               SG&A expenses.  In any such case,  the  percentage  which will be
               applied  to the  Weighted  Target  Amount  for such  Goal will be
               inversely  proportional to the performance  against the Goal. For
               example,  if a Goal is a  year-end  debt  amount  and the  actual
               year-end  debt is 105% of the Goal,  the  percentage  of Weighted
               Target  Amount to be paid with respect to that Goal would be 95%.
               In these circumstances,  the Minimum Percentage will be expressed
               in terms of a figure greater than 100%.

          (4)  Calculation of Award. The percentage of FBI's achievement of each
               Goal will be applied to the Weighted  Target Amount for that Goal
               to determine the amount of the award payable with respect to that
               Goal.  Awards will be calculated  separately  for each Goal,  but
               will be aggregated and paid as one award check.

          (5)  Discretion  to Increase  Award.  The  Committee  shall,  under no
               circumstances,  increase an award  granted  under this  Section 5
               except to the extent permitted under Treasury  Regulation Section
               1.162-27(e)(2)(iii).

6.    DISCRETIONARY AWARDS PROGRAM.

          (1)  To recognize  special  needs, a  discretionary  awards program is
               part of this Plan. Its objective is to recognize the  performance
               of FBI  through  a more  qualitative  evaluation,  rather  than a
               quantitative  evaluation.  This could occur, for example,  if FBI
               does not  achieve  one or more Goals due to  business or economic
               reasons   beyond   its   control   but,   given   these   adverse
               circumstances,    nonetheless    performed   well.   Under   such
               circumstances,  a special award may be granted at the  discretion
               of the Committee.

          (2)  To the extent all or any  portion of an award is not  immediately
               deductible as compensation  expense by FBI for federal income tax
               purposes,  payment of such award or portion thereof,  as the case
               may  be,  will  be  deferred  until   following   termination  of
               employment of the  participant  or until such earlier date as the
               Committee shall, in its discretion, determine, either at the time
               of deferral or  thereafter,  whereupon  such award or any portion
               thereof, as the case may be, less appropriate withholdings,  will
               be paid by check  provided  that the same shall then have  become
               immediately deductible as compensation expense by FBI for federal
               income tax purposes.  Simple  interest  shall be paid annually on
               the deferred compensation at FBI's effective borrowing rate.

          (3)  Nothing  contained in this Section 6 shall be deemed to permit or
               provide for discretionary  increases in awards payable to Covered
               Employees under Section 5 hereof.

7.  CERTIFICATION.  Before any payments are made under this Plan,  the Committee
must certify in writing that the Goals  justifying  the payment of an award have
been met.

8.  PAYMENT OF AWARDS.  Except as provided in Section 6 hereof,  awards,  to the
extent immediately  deductible as compensation expense by FBI for federal income
tax purposes,  less appropriate  withholdings,  will be paid by check as soon as
practical after the audited close of a fiscal year.

9. ADMINISTRATION. Subject to the limitations as herein set forth, the Committee
is  authorized  and  empowered  to  administer  the  Plan;  interpret  the Plan;
establish, modify and grant waivers of award restrictions;  prescribe, amend and
rescind rules relating to the Plan; and determine the rights and  obligations of
participants  under the Plan. All decisions of the Committee  shall be final and
binding  upon all parties  including  the  Company,  its  stockholders,  and its
participants.

10. MANNER OF EXERCISE OF COMMITTEE AUTHORITY. The express grant of any specific
power to the Committee and the taking of any action by the Committee,  shall not
be  construed,  as  limiting  any  power  or  authority  of the  Committee.  All
designations of participation,  bonus percentages,  goals,  minimum percentages,
aggregate  amounts,  and  certifications of performance  shall be in writing.  A
writing signed by all members of the Committee  shall  constitute the act of the
Committee without the necessity, in such event, to hold a meeting. The Committee
may  delegate  the  authority,  subject  to such  terms as the  Committee  shall
determine, to perform administrative functions (excluding those described in the
second sentence of this Section 10) under the Plan.

11.  CERTAIN  PERFORMANCE  BASED AWARD.  Any awards  under  Section 5 hereof are
intended to be "qualified performance-based  compensation" within the meaning of
Section 162(m) of the Code and shall be paid solely on account of the attainment
of one or more preestablished, objective performance goals within the meaning of
Section  162(m).  If any  provision  of this  Plan  does  not  comply  with  the
requirements  of Section 162(m) of the Code as then  applicable to any employee,
such provision  shall be construed or deemed amended to the extent  necessary to
conform to such requirements with respect to such employee.

12. NO CONTRACT OF EMPLOYMENT. Participation in the Plan shall not be considered
an agreement to employ a participant for any period of time or in any position.

13. ASSIGNMENTS AND TRANSFERS.  With the exception of transfer by will or by the
laws of descent and  distribution,  rights under the Plan may not be transferred
or assigned.

14. GOVERNING LAW. The Plan shall be construed, administered and governed in all
respects  under and by the  applicable  internal  laws of the State of Missouri,
without giving effect to the principles of conflicts of law thereof.

15.  AMENDMENT AND TERMINATION OF PLAN AND AWARDS.  The Board may amend,  alter,
suspend,  discontinue or terminate the Plan without the consent of  stockholders
or participants, except as is required by any federal or state law or regulation
or the rules of any stock  exchange  on which the shares of FBI  ("Shares")  are
listed,  or if the  Board  in its  discretion  determines  that  obtaining  such
stockholder approval is for any reason advisable,  provided,  however,  that (i)
without  the  consent of an  affected  participant,  no  amendment,  alteration,
suspension, discontinuation, or termination of the Plan may impair the rights of
such participant  under any award theretofore  granted to such participant,  and
(ii) the Plan may not be amended  without the consent of the  stockholders  of a
majority  of  the  Shares  then   outstanding  to  (a)  materially   modify  the
requirements  as to eligibility  for  participation  in the Plan, (b) change the
specified  performance  objectives  for payment of awards  under  Section 5, (c)
increase the maximum award payable under Section 5, (d) withdraw  administration
of the Plan from the  Committee or (e) extend the period during which awards may
be granted.

16. EFFECTIVE DATE OF THE PLAN. The Plan, as amended,  shall become effective on
January 1, 1997  provided that the Plan is approved by the  affirmative  vote of
the holders of a majority of the Shares present or  represented  and entitled to
vote at the 1997 annual  meeting of the  stockholders  of FBI.  The terms of the
Plan shall be perpetual; subject to earlier termination by the Board pursuant to
Section  15,  after  which no awards  may be made  under the Plan,  but any such
termination  shall not affect  awards then  outstanding  or the authority of the
Committee to continue to administer the Plan.
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                                                                 Exhibit 10(m)

                              EMPLOYMENT AGREEMENT

     This Employment Agreement is made and entered into as of January 1, 2000 by
and  between  Furniture  Brands  International,  Inc.,  a  Delaware  corporation
("Furniture Brands") and Richard B. Loynd ("Loynd").

     In accordance with the authority granted by the Executive  Compensation and
Stock Option Committee and the Executive  Committee of the Board of Directors of
Furniture  Brands on November 4, 1999,  and for good and valuable  consideration
the parties covenant and agree as follows:

     1.  Employment.  Furniture  Brands agrees to employ Loynd during the period
beginning  January 1, 2000 and ending  December 31,  2001,  or such earlier date
upon Loynd's death or permanent disability (the "Employment Period"),  and Loynd
agrees to serve Furniture  Brands as an employee  during the Employment  Period,
subject to the  direction  and control of the Board of  Directors  of  Furniture
Brands, all upon the following terms and conditions.

     (a) Prior to the commencement of the Employment Period,  Loynd will make an
irrevocable  election of form of benefit under the Furniture Brands Supplemental
Executive  Retirement  Plan (SERP).  During the  Employment  Period,  Loynd will
receive a salary equal to: (i) the amount of the SERP benefit he would otherwise
be entitled to as a retiree from the company pusuant to that election,  and (ii)
the amount of fees he would be entitled to receive as a non-employee Director of
the company.  All such amounts will be paid to him as  compensation  and will be
subject to appropriate withholding.

     (b)  During  the  Employment  Period,   Loynd  will  also  be  entitled  to
participate  in all benefit  programs in which he is  participating  on the date
hereof and to be  reimbursed  all  expenses in  accordance  with past  practice,
except that Loynd will not  participate  in any bonus or other annual  incentive
plan,  Loynd's $800,000 term life insurance policy will be allowed to lapse, and
Loynd agrees he will not be a participant in the 401k Savings Plan.

     (c) In  January  of each of 2000 and 2001  Loynd  will  receive  a grant of
Restricted  Stock under the Furniture  Brands 1999 Long-Term  Incentive Plan, in
the amounts and subject to the same restrictions as are applicable to the awards
of restricted stock made to non-employee Directors in each of those years.

     (d)  Furniture  Brands will  continue to maintain  and pay the  expenses of
Furniture Brands' office in New Jersey for the Employment Period, and Loynd will
continue to have the use of that office.

     (e) Any amounts being carried by Furniture Brands as deferred  compensation
for Loynd for past years of service will be paid to Loynd as soon as they become
immediately deductible by Furniture Brands as compensation expense.

     2.  Duties.  Loynd  agrees  during the  Employment  Period to perform  such
executive  duties for Furniture  Brands and for Furniture  Brands'  subsidiaries
relating  to its  business  as the  Furniture  Brands  Board  of  Directors  may
reasonably direct from time to time.

     3. Term.  This  agreement  will  terminate on December  31,  2001,  or upon
Loynd's death or permanent disability, whichever is the earlier.

     4. Miscellaneous. This Employment Agreement shall be binding upon and shall
inure to the benefit of Furniture  Brands and its successors  and assigns.  This
Agreement  shall  supersede  and stand in place of any and all other  employment
agreements  between Loynd and Furniture Brands or any of its subsidiaries.  This
Employment  Agreement  shall take  effect as of the day and year first above set
forth, and its validity,  interpretation,  construction and performance shall be
governed by the laws of the State of Missouri.

     5. Entire  Agreement.  This Agreement  contains the entire agreement of the
parties  with  respect to its subject  matter,  and no waiver,  modification  or
change of any of its  provisions  shall be valid unless in writing and signed by
the party against whom such claimed waiver,  modification or change is sought to
be enforced.

     IN WITNESS  WHEREOF,  the parties  hereto have each executed this Agreement
the date set forth below.



                                            FURNITURE BRANDS INTERNATIONAL, INC.


                                            By:  /s/  W.G. Holliman
                                                 Chairman, President and
                                                   Chief Executive Officer



                                            RICHARD B. LOYND

                                            By:  /s/ R.B. Loynd